There are two kinds of candidate job searches that also define the two kinds of professional employment recruiters.
1. The retained search employs recruiters who are retained by the employer (client) to find qualified candidates for an open position. Recruiters on retainer are paid an agreed upon amount regardless of the outcome of the search. This type of search often involves unadvertised high level or executive positions. Retained recruiters may also work in-house for the employer.
2. The contingency search employs recruiters who are paid by the client only when a referred job candidate is hired. The fee or commission for a contingency hire can amount to 20%-30% of the annual starting salary of the new hire. Employers may utilize multiple contingency recruiters who compete for the same opening.
How Employment Recruiters Work
When an employment recruiter receives an assignment, whether retained or contingency, he/she immediately opens a file and initiates a search to identify people who based upon their current title, position or previous experience may qualify as candidates for the open position. This search will likely consist of networking, direct contacts and advertising. During the course of their careers,
recruiters build large networks of previously successful candidates as well as those who are highly qualified but were not hired in previous searches. Recruiters maintain databases of these individuals and will contact each one who appears to be a qualified candidate for the new opening. Recruiters will also place advertisements for the opening on Internet job boards, offline job posting boards and in print publications.
As previously noted, recruiters work for the employer/client and not for the candidates. That being said, the recruiter being paid for a successful search depends solely on how well the candidate presents. Accordingly, even though they work for the client, the recruiter is totally vested in your success as a qualified referral and will enthusiastically advocate on your behalf.
Your Response When An Employment Recruiter Calls
You most likely fall under one of the following 5 categories.
1. Currently a somewhat unsatisfied employee who has not initiated a job search
2. Currently an unsatisfied employee who is discreetly searching
3. A satisfied employee who is aware of the volatility and uncertainties in modern-day employment markets
4. Satisfied employee but always open to hear about a potentially better opportunity
5. Currently unemployed and in full search mode
If you fall within category 1, 2, or 5 and you see a compatible position posted on a job board, you should submit a resume and await a call from the recruiter. Interestingly, if you receive a phone call directly from a recruiter, you should TAKE the call no matter which of these three categories you are in.
Categories 1, 2 and 5 people should receive an employment recruiters phone call with controlled enthusiasm. You are in full selling mode just as if you had received a call from the hiring manager of a company that you would like to work for. Make sure that you take sufficient time to listen to what the recruiter has to say and respond with any requested information about yourself. Selling the recruiter on your capabilities and qualifications for the opening is the first step to an interview.
If you are in category 3 or 4, engage the recruiter professionally and show sincere interest in what he/she has to say. Let them know earnestly where you stand and if it turns out that it is not a good time for you to consider a change, make sure that you ask the recruiter if it is OK for you to add them to your network for future contact. Also ask the recruiter to add you to their network. If you know of another individual who may qualify for the current opening, refer that person to the recruiter. This is your opportunity to form a valuable relationship that may pay future dividends for both you and the recruiter.
Sourcing for headhunter Singapore, check The Recruitment Guru website at www.dougleschan.com
1. The retained search employs recruiters who are retained by the employer (client) to find qualified candidates for an open position. Recruiters on retainer are paid an agreed upon amount regardless of the outcome of the search. This type of search often involves unadvertised high level or executive positions. Retained recruiters may also work in-house for the employer.
2. The contingency search employs recruiters who are paid by the client only when a referred job candidate is hired. The fee or commission for a contingency hire can amount to 20%-30% of the annual starting salary of the new hire. Employers may utilize multiple contingency recruiters who compete for the same opening.
How Employment Recruiters Work
When an employment recruiter receives an assignment, whether retained or contingency, he/she immediately opens a file and initiates a search to identify people who based upon their current title, position or previous experience may qualify as candidates for the open position. This search will likely consist of networking, direct contacts and advertising. During the course of their careers,
recruiters build large networks of previously successful candidates as well as those who are highly qualified but were not hired in previous searches. Recruiters maintain databases of these individuals and will contact each one who appears to be a qualified candidate for the new opening. Recruiters will also place advertisements for the opening on Internet job boards, offline job posting boards and in print publications.
As previously noted, recruiters work for the employer/client and not for the candidates. That being said, the recruiter being paid for a successful search depends solely on how well the candidate presents. Accordingly, even though they work for the client, the recruiter is totally vested in your success as a qualified referral and will enthusiastically advocate on your behalf.
Your Response When An Employment Recruiter Calls
You most likely fall under one of the following 5 categories.
1. Currently a somewhat unsatisfied employee who has not initiated a job search
2. Currently an unsatisfied employee who is discreetly searching
3. A satisfied employee who is aware of the volatility and uncertainties in modern-day employment markets
4. Satisfied employee but always open to hear about a potentially better opportunity
5. Currently unemployed and in full search mode
If you fall within category 1, 2, or 5 and you see a compatible position posted on a job board, you should submit a resume and await a call from the recruiter. Interestingly, if you receive a phone call directly from a recruiter, you should TAKE the call no matter which of these three categories you are in.
Categories 1, 2 and 5 people should receive an employment recruiters phone call with controlled enthusiasm. You are in full selling mode just as if you had received a call from the hiring manager of a company that you would like to work for. Make sure that you take sufficient time to listen to what the recruiter has to say and respond with any requested information about yourself. Selling the recruiter on your capabilities and qualifications for the opening is the first step to an interview.
If you are in category 3 or 4, engage the recruiter professionally and show sincere interest in what he/she has to say. Let them know earnestly where you stand and if it turns out that it is not a good time for you to consider a change, make sure that you ask the recruiter if it is OK for you to add them to your network for future contact. Also ask the recruiter to add you to their network. If you know of another individual who may qualify for the current opening, refer that person to the recruiter. This is your opportunity to form a valuable relationship that may pay future dividends for both you and the recruiter.
Sourcing for headhunter Singapore, check The Recruitment Guru website at www.dougleschan.com
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